WGU C233 Complete Study Questions and answers, 100% Accurate, Graded A+ 2024

Describe the three (3) exceptions to employment at will. Just cause. Discrimination. Public policy. Describe constructive discharge. Constructive dismissal, also called constructive discharge or constructive termination, occurs when an employee resigns as a result of the employer creating a hostile work environment. What is an example of constructive discharge? A manager who says, "I'm going to make your life here so miserable that you'll quit," then proceeds to do just that. Describe how intentional interference with a contract may happen. Tortious interference, also known as intentional interference with contractual relations, in the common law of torts, occurs when one person intentionally damages someone else's contractual or business relationships with a third party causing economic harm. What is important for employers with regard to how they treat employees during termination? -Strictly at-will an employee may be terminated at any time without cause. However, as noted earlier, that termination may not violate public policy or good faith and fair dealing. -The concept of “progressive discipline” leading to termination is a human resource concept, not a legal one. However, if an employer promises in an employee handbook, or by conduct, guarantees that certain remedial action – progressive discipline – will be offered, that agreement must be honored and the remedial steps followed, or the fired employee may have a claim of wrongful discharge. -If an employee has made a claim of unlawful discrimination, the employer must be very careful to avoid a claim that termination was motivated by retaliation. However, if an employee deserves termination, the employee’s failings have been adequately documented, and all progressive discipline steps been unsuccessful, then the employer is justified in terminating the employee -The employer must remember when terminating employees to treat all employees exactly the same. Disparate treatment of employees in the termination process is just as unlawful as in the on-boarding process. How can an employer protect itself against a wrongful termination, termination based on discrimination, or retaliation claim?